providing referrals and saying ' no '

 Mon 29 July 2024

Resist the Impulse to Fulfill Every Networking Request

When a former coworker or classmate reaches out on LinkedIn with a request for a referral, it’s normal to feel hesitant, especially if you’re not close with them or don’t yet feel established in your own role. How can you gracefully turn down their networking request?

(1) Start by listening to your instincts—and trusting them. 

It’s okay to feel unsure about endorsing someone for a job or investing your energy into their career. Your time and social capital are limited; that’s nothing to feel guilty about.

(2) If you don’t have the time to meet with someone now but might be interested in the future, let them know respectfully but honestly that you’re not in a position to commit the time to a meeting or to make a referral. You could still send them some helpful resources, such as related articles or information about a professional organization they might want to join.

(3) Finally, resist the impulse to fulfill every request that hits your inbox.

 Focus instead on building genuine, mutually beneficial relationships, and don’t be shy about setting boundaries to maintain your professional integrity if you spot a red flag. Prioritize your growth, keeping in mind that it’s okay to simply say “no thank you” when necessary.

This tip is adapted from “How to Gracefully Decline a Networking Request” by Deborah Grayson Riegel and Loren Margolis

Psychological safety

 Wed 24 July 2024

How to Foster Psychological Safety That Lasts

Psychological safety is critical for new hires because it enables learning behaviors such as asking a question or seeking help. New research finds that while people typically experience high levels of psychological safety when they start a new job, that feeling tends to erode quickly—and it’s hard to get it back once it does. How can you cultivate and reinforce a climate favorable to learning on your team?

(1) Respond appreciatively when a new hire raises—or causes—an issue.

 When responding to their questions, ideas, or mistakes, show curiosity, support, and gratitude for their effort. This positive reinforcement will ensure that their psychological safety doesn’t dwindle, but rather deepens as they get acclimated to the job.

(2) Establish the need for interpersonal risk-taking to do a good job at work.

 For example, framing work as complex and uncertain clarifies the expectation that things will go wrong, and the sooner someone notices and speaks up about it, the better off everyone is. 

(3) Ask questions and listen attentively. This demonstrates appreciation for ambiguity, nuance, and uncertainty and fosters a culture of openness and learning.

This tip is adapted from “Research: New Hires’ Psychological Safety Erodes Quickly,” by Derrick P. Bransby et al.

stress relief & mindfulness - 4 more tips

 Tue 23 July 2024

4 More Micro-Mindfulness Practices to Weave into Your Workday

In yesterday’s Management Tip of the Day, we outlined three micro-mindfulness techniques to practice throughout your workday: intentional breathing, checking in with your senses, and doing a full body scan. Here are four more techniques to try when you’re feeling overwhelmed, tense, or anxious at work.

(1) Take a “mindful minute.”

 Pause whatever you’re doing, close your eyes if possible, and turn your attention to your breath for 60 seconds. Notice the natural rise and fall of your chest and the sensation of air flowing through your nostrils. If your mind gets carried away by thoughts, gently guide it back to the breath.

(2) Go for a meditative walk.

 Step away from your desk and move around. Rather than scrolling through your phone or mentally rehearsing what you’ll say in your next meeting, focus on being present and experiencing the sensations of your body in motion.

(3) Pause for gratitude.

 Take 30 seconds to focus on something you’re grateful for. This could be a meaningful aspect of your work, a supportive colleague, a positive experience, or a simple comfort like the warmth of your coffee.

(4) Grab a bite—and really savor it.

 Resist the urge to multitask during meals. Even if you can only spare a few minutes for lunch, unplug during that time and focus on enjoying your food.

This tip is adapted from “7 Ways to Weave Mindfulness into Your Workday,” by Michael D. Watkins

Leadership questions - proceed with caution !

 Tue 30 July 2024

How to Be Curious—Without Undermining Your Expertise

Adopting a learning mindset is a key leadership skill. But asking too many questions or appearing overly curious can backfire, undermining people’s perception of your effectiveness, efficiency, and expertise. Here’s how to strike the right balance between leading and learning.

(1) Communicate purpose and context. 

Always provide the rationale behind the questions you ask in meetings and discussions. This will help prevent people from misinterpreting your inquisitiveness as a sign that you lack expertise. For example, “I’m asking this to align my actions with yours and consider your perspective.”

(2) Integrate learning with execution.

 Tie new knowledge you accrue directly to your team’s work. Share insights that are immediately relevant to current projects, showing how your learning enhances both your own decision-making and the team’s results.

(3) Demonstrate expertise with confidence. 

Frame your questions to reflect what you do understand. Instead of asking basic questions, demonstrate depth by getting more specific. For example, “Considering trends A and B, how do you see our product C evolving?”

(4) Be decisive.

 Continuously seeking more opinions can delay decision-making and cause the team to question your decisiveness. After gathering input on something, set a deadline for making a decision. Clearly communicate your thought process and chosen strategy, ensuring your team sees how your learning leads to action.

This tip is adapted from “When Asking Too Many Questions Undermines Your Leadership,” by Luis Velasquez

Stress relief - 3 tips & mindfulness

Mon 22 July 2024

 Weave Micro-Mindfulness Practices into Your Workday

Practicing mindfulness can be an effective way to handle pressure and overwhelm at work, and it doesn’t need to be a huge commitment—you can build small moments of mindfulness into your daily routine. Here are three simple yet powerful micro-mindfulness techniques that can seamlessly integrate into your busy work schedule.

 (1) Take three deep breaths. 

When you’re feeling stressed or simply have a few moments between meetings, stop and take three slow, conscious breaths. Inhale deeply, feeling your stomach expand, hold for a brief moment, then exhale slowly and completely. If you can, repeat this pattern a few times.

 (2) Check in with your senses. 

Take a 30-second break to ground yourself in the present moment. Focus your attention on what you can perceive through your senses. Notice what you see and hear around you, and the feeling of your chair or desk.

 (3) Do a full body scan.

 Do a rapid top-to-bottom scan of your body to identify areas of tension. Observe whether you feel tightness in your shoulders, jaw, or other areas—then consciously try to relax them.

 Check out tomorrow’s tip for four more micro-mindfulness practices!

This tip is adapted from “7 Ways to Weave Mindfulness into Your Workday” by Michael D. Watkins

“How to Get the Most Out of Your Relationship with a Career Sponsor,”

 Thu 18 July 2024

Getting the Most Out of Your Relationship with a Career Sponsor

Navigating your career advancement can be challenging, especially without support from senior leaders. Sponsorship programs can bridge this gap by formally pairing you with a sponsor who will mentor you and advocate for your growth. To make the most of your relationship with a sponsor, follow these strategies.

(1) Invest time in getting to know each other as people first. 

Start by building trust. Use initial meetings to explore each other’s career histories, values, and interests beyond work. This foundation allows for more meaningful conversations later that will unlock coaching and mentorship.

(2) Don’t assume you’re wasting their time. 

Remember, they benefit from the relationship too! If you’re worrying about a sponsor’s time, that’s a sign you’re taking your meetings with them seriously and will prepare accordingly. Keep the faith and maintain consistent communication.

(3) Maintain frequent but low-intensity touch points.

 Not every point of contact needs to be a deep conversation. Share relevant articles, brief check-in messages, and other casual communications. These small gestures keep the relationship active between meetings.

(4) Find shared experiences. 

Propose shadowing your sponsor in meetings, at events, or on projects. Shared activities build trust and provide rich material for future discussion. They also showcase your skills, growth areas, and potential.

This tip is adapted from “How to Get the Most Out of Your Relationship with a Career Sponsor,” by Rachel Simmons

“When a Team Member Speaks Up—and It Doesn’t Go Well,”

 Fri 19 July 2024

Build a Team Culture of Speaking Up—and Listening

Speaking up at work is crucial for fostering innovation, inclusion, and high performance. Here’s how to ensure your team is a safe community where everyone feels that their voice is heard and their contributions are valued.

 (1) Frame conversations as learning opportunities.

 Before team meetings and discussions, highlight how learning contributes to your team’s effectiveness, and emphasize the importance of hearing everyone’s voice. At the end of meetings, reserve a few minutes to assess the quality of the conversation and create space for final thoughts.

(2) Notice critical moments.

 Pay attention to feelings of tension or frustration that might emerge when someone speaks up; these are cues to reflect and inquire. This reflection fuels improvement.

(3) Implement process tools. 

Create systems to solicit reflections and feedback from your team—and to share your own. You might also introduce pauses in meetings to discuss interactions that require more attention. This practice, known as meta-awareness, keeps teams alert to real-time dynamics and helps people feel comfortable speaking up.

(4) Focus on long-term learning.

 Make sure your team isn’t concerned solely with short-term targets. Shift their focus to long-term development by asking questions encouraging reflection on leadership and team growth. Recognize and reward team members who reflect openly—and share your own speaking and listening experiences to set a positive example.

This tip is adapted from “When a Team Member Speaks Up—and It Doesn’t Go Well,” by Megan Reitz and Amy C. Edmondson